Beyond Skills: The Key to Valuable Early Career Recruitment

1. Look for Growth Mindsets (Not Just Hard Skills)

Young people with a growth mindset believe they can improve through effort and learning.

Rather than asking, “What experience do you have?”

Ask, “Tell me about a time you had to learn something new quickly, how did you go about it?”

What to look for:

1. Openness to feedback
2. Willingness to embrace challenges
3. A track record of learning new skills independently

Why it works: A growth mindset is a strong predictor of long-term development. It helps identify candidates who will embrace learning, adapt quickly and remain resilient in the face of new challenges.

2. Use Scenario-Based Assessments Instead of Just CVs

Traditional CVs don’t capture problem-solving, creativity or adaptability. Use practical exercises to assess how a young person thinks.

For example:

1. A marketing applicant could respond to a brief for a fictional campaign.
2. A finance apprentice could work through a simple budgeting task.
3. A customer service candidate could be given a common scenario to respond to.

Why it works: Scenario-based tasks show how candidates think and react, rather than what they’ve done before. This creates fairer opportunities for those without prior experience.

3. Prioritise Cultural & Value Fit Over “Perfect” Credentials

Young people who connect with your mission are far more likely to stay, grow and contribute meaningfully. Instead of only checking qualifications, explore what motivates them.

Ask:

• “What drew you to this role?”
• “What kind of impact do you hope to make at work?”
• “What about our company stands out to you?”

Why it works: When young hires believe in what the organisation stands for, they are more engaged, more loyal and more likely to succeed long term.

4. Use Structured Interviews to Reduce Bias

Informal interviews often favour those who are confident or familiar with professional settings. Structured interviews give young candidates a fairer chance to show their potential.

Best practice:

1. Use the same questions for every candidate.
2. Focus on problem-solving, adaptability and values.
3. Score responses based on clear criteria, not gut feeling.

Why it works: Structured interviews reduce unconscious bias and give all candidates, especially those new to the workforce, a more equal footing.

5. Support Young People from Day One.

Hiring for potential is only the first step. To truly unlock that potential, young people need structured, ongoing support once they’re through the door. Without it, even the most motivated candidates can become disengaged or overwhelmed.

To keep young talent engaged and progressing, focus on:

• Clear onboarding – Help them understand what to expect and where to go for support.
• Regular check-ins – Offer feedback, encouragement and space to ask questions.
• Visible progression – Show them what the next step looks like and how to get there.
• Pastoral support – Recognise that many apprentices are in their first workplace and may need help navigating professional life.
• Mentorship – Pair them with someone who understands the challenges and can offer guidance.

Why it works:  young people thrive when they feel supported, heard and valued. The right environment builds confidence, boosts retention and allows young people to grow into long-term contributors.